In-house recruitment teams manage huge amounts of information in their day to day roles, and the GDPR will mean rethinking the ways in which you obtain, store and process personal data.

As the new regulation is now just six months away, we’ve collated some of our most popular GDPR articles to give you a summary of what you should have on your radar ahead of May 2018.

From a jargon-busting infographic, to what you should expect from your software supplier in the coming months, get prepared for GDPR with our in-house recruitment news and advice.

  1. GDPR definitions

With so much legal jargon, the new regulation can be difficult to comprehend, let alone prepare for.

“The GDPR will arrive May 2018, bringing with it a number of terms and legal definitions. There’s a lot to learn over the next few months for the in-house recruitment community, and becoming familiar with the GDPR key terms is a good starting point for many organisations.”

We’ve taken the work out of digesting GDPR language with our simple definitions infographic, to help you get your head around the new regulation and what it will mean for in-house recruiters.

Read it now: GDPR key terms in recruitment

  1. Storing data in talent pools

Storing and engaging with passive talent may play a key role in your recruitment strategy. But does the GDPR mean you won’t be able to build and maintain your talent pools?

“Despite the stringent new requirements and the scaremongering of fines and sanctions, the GDPR does offer a positive opportunity to many organisations.

In terms of your talent pools, see it as an opportunity to review and cleanse the data you’re currently holding.”

In this article, we explore what you’ll need to know to keep your passive talent communities thriving after May 2018.

Read it now: How will GDPR affect your talent pools?

  1. What your ATS provider should be doing

As an in-house recruiter you probably work with a variety of suppliers who are responsible for processing your data, and they will also need to ensure they are meeting their GDPR responsibilities.

“The GDPR sets out stricter requirements for these third party data processors… From recruitment agencies to psychometric testing vendors, and from video interviewing to payroll providers, all platforms which process and store candidates’ personal data should be thinking very carefully about how to comply with the GDPR.”

We’ve collated the following guidance on what you should expect from your ATS supplier over the coming months.

Read it now: What to expect from your ATS provider

  1. The In-house Recruiter’s Guide to GDPR

The next six months will be vital for preparing your team and your processes for GDPR compliance. With guidance from international law firm Osborne Clarke, we’ve put together a comprehensive guide to the new data regulation, created specifically with in-house recruiters in mind.

“Now is the perfect time to start reviewing your existing processes, identifying gaps, and potentially implementing remedial measures to ensure your organisation is ready for GDPR compliance… In these pages, we’ll explain what the new regulation means for you and your colleagues at each stage of your recruitment process.”

For more comprehensive guidance on the GDPR, and how you can prepare your in-house recruitment processes for compliance, download your free guide today.

Download it now: Your guide: How to prepare for GDPR


Find out more

In your path to compliance, what should you do first?

Discover the 6 core points of the GDPR that you need to know

For all of the above information and more, visit our GDPR hub

About the author

Tristan Potter

Tristan has a decade's worth of experience writing content and copy for organisations across Bristol and the Southwest of England. He has written on a diverse range of topics, including technology, philosophy, politics, and recruitment. His writing has appeared in The Drum, HR Grapevine, and The Guardian, among other publications. He joined Hireserve in March 2022.